Deck 5: Big Data E-HRM

Question 1

________ is thinking at multiple levels of abstraction.

A) Statistical Thinking
B) Abstract Thinking
C) Computational Thinking
D) Skeptical Thinking

Answer 1

C

Question 2

_________ refers to an individual's ability to understand and conduct statistical analyses

A) Statistical Thinking
B) Abstract Thinking
C) Computational Thinking
D) Skeptical Thinking

Answer 2

A

Question 3

___________ refers to the ability to come up with new methods and to think outside the box.

A) Statistical Thinking
B) Abstract Thinking
C) Computational Thinking
D) Skeptical Thinking

Answer 3

D

Question 4

According to IBM (2017), how much of the data in the world today has been created in the last two years alone?

A) 0.72
B) 0.9
C) 0.5
D) 0.2

Question 5

McAfee and Brynjolfsson (2012) highlight the impact of big data on the decision processes within organizations and emphasizes that __________ will not be replaced by big data.

A) human insight
B) decision making
C) technology
D) leadership

Question 6

Which is true of the use of big data in the Recruitment & Selection functions?

A) Big data can help organizations to derive competitive advantage by leveraging human capital.
B) Big data has predictive potential in analyzing employee turnover.
C) Big data enables companies to find new talents outside of the standard process of recruiting.
D) It is possible to transfer key performance indicators into a dashboard or cockpit that allows the management to evaluate and manage their employees on an ongoing basis.

Question 7

Which is true of the use of big data in the Employee Retention functions?

A) Big data can help organizations to derive competitive advantage by leveraging human capital.
B) Big data has predictive potential in analyzing employee turnover.
C) Big data enables companies to find new talents outside of the standard process of recruiting.
D) It is possible to transfer key performance indicators into a dashboard or cockpit that allows the management to evaluate and manage their employees on an ongoing basis.

Question 8

Which is true of the use of big data in the Human Capital Management functions?

A) Big data can help organizations to derive competitive advantage by leveraging human capital.
B) Big data has predictive potential in analyzing employee turnover.
C) Big data enables companies to find new talents outside of the standard process of recruiting.
D) It is possible to transfer key performance indicators into a dashboard or cockpit that allows the management to evaluate and manage their employees on an ongoing basis.

Question 9

Which is true of the use of big data in the Performance Management functions?

A) Big data can help organizations to derive competitive advantage by leveraging human capital.
B) Big data has predictive potential in analyzing employee turnover.
C) Big data enables companies to find new talents outside of the standard process of recruiting.
D) It is possible to transfer key performance indicators into a dashboard or cockpit that allows the management to evaluate and manage their employees on an ongoing basis.

Question 10

McAfee and Brynjolfsson (2012) highlight the impact of big data on the decision processes within organizations with major implications for the following, except:

A) human insight
B) decision making
C) technology
D) leadership

Question 11

What is big data literacy?

Question 12

List and explain the three competencies computational thinking, statistical thinking and skeptical thinking.

Question 13

How does the management discipline used big data?

Question 14

What is a potential negative outcome which may result from the application of big data in e-HRM?